Browsing by Subject "job satisfaction"

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  • Numminen, Olivia; Leino-Kilpi, Helena; Isoaho, Hannu; Meretoja, Riitta (2015)
    Background: Nursing practice takes place in a social framework, in which environmental elements and interpersonal relations interact. Ethical climate of the work unit is an important element affecting nurses' professional and ethical practice. Nevertheless, whatever the environmental circumstances, nurses are expected to be professionally competent providing high-quality care ethically and clinically. Aim: This study examined newly graduated nurses' perception of the ethical climate of their work environment and its association with their self-assessed professional competence, turnover intentions and job satisfaction. Method: Descriptive, cross-sectional, correlational research design was applied. Participants consisted of 318 newly graduated nurses. Data were collected electronically and analysed statistically. Ethical considerations: Ethical approval and permissions to use instruments and conduct the study were obtained according to required procedures. Data were rendered anonymous to protect participant confidentiality. Completing the questionnaire was interpreted as consent to participate. Findings: Nurses' overall perception of the ethical climate was positive. More positive perceptions related to peers, patients and physicians, and less positive to hospitals and managers. Strong associations were found between perceived ethical climate and self-assessed competence, turnover intentions in terms of changing job, and job satisfaction in terms of quality of care. Nurses at a higher competence level with positive views of job satisfaction and low turnover intentions perceived the climate significantly more positively. Conclusion: Nursing management responsible for and having the power to implement changes should understand their contribution in ethical leadership, as well as the multidimensional nature of nurses' work environment and the interaction between work-related factors in planning developmental measures. Future research should focus on issues in nurse managers' ethical leadership in creating ethical work environments. There is also a need for knowledge of newly graduated nurses' views of factors which act as enhancers or barriers to positive ethical climates to develop. Interventions, continuing education courses, and discussions designed to promote positive ethical climates should be developed for managers, nurses, and multi-professional teams.
  • Seppänen, Olli (Helsingfors universitet, 2017)
    Objectives. The job satisfaction of employees is important to organizations, because dissatisfaction impacts directly the economic results of the company, e.g. through increased employee turnover, poor quality of work and hiding problems. Job satisfaction has been defined as a relationship between the expectations for a job by an employee and the subjectively perceived fulfilment of those expectations. In this research, factors influencing job satisfaction are investigated by comparing three theoretical models related to job satisfaction. According to the Job Demands – Job Control model, demands of the job affect job satisfaction. Better job control or support from supervisor or peers can decrease the impact of demands on job satisfaction. According to the Effort – Reward Imbalance model, job satisfaction can be explained by investigating whether the rewards received from the job are commensurate with the effort required by the job. In the Job Demands and Resources model, different jobs have different demands and resources which are important. The model emphasizes the difference between jobs and assumes that demands impact job stress but not job satisfaction, whereas resources are mainly associated with job satisfaction. Methods. Based on the three models and previous empirical research results, 11 hypotheses were created and tested by using a large survey sample. The sample included 2 195 employees which represented 13 departments from nine organizations. The dependent variable was job satisfaction, and independent variables were associated with job demands, job control, rewards, and support by supervisor and peers. Linear mixed models were used as the statistical method because of its ability to compare the possibly different impacts of various resources and demands in different organizations. Results and conclusions. The most important factors associated with job satisfaction were opportunities to advance, possibility to use and develop skills and job security. Older employees were more satisfied with their jobs. Increased demands decreased the influence of peer support on job satisfaction. When the demands were high, the support of supervisor was more important. The impact of material rewards, such as salary or benefits, was low. As a conclusion, the Job Demands – Resources model was best able to explain job satisfaction out of the three tested models in this sample, if the model was expanded to include job security from the Effort-Reward Imbalance model.
  • Nyholm, Seija (2008)
    Job satisfaction is one of the most widely studied topics in organisational research. Research on the antecedents of job satisfaction has been motivated by two reasons historically. Some have considered satisfied workers desirable because they were allegedly more productive and cooperative, while others have seen the well-being of the satisfied worker as an end in itself. The effect of social capital on job satisfaction is a less researched topic. Growing interest in the role that social capital plays in organisations, however, has also focused attention on social capital’s effect on the individual worker. This study examines the effect social capital has on an individual’s job satisfaction and begins with the basic assumption that social capital increases satisfaction with one’s job. Job satisfaction is treated as a multi-faceted phenomenon with intrinsic and extrinsic dimensions. Social capital—the resources that exist in the social relations between actors—is examined first using Coleman’s (1988) theory and second using social network analysis. Social network analysis allows for a more detailed look at the different effects network structure and content have on an individual’s job satisfaction, and this part of the study draws on the findings of Flap and Völker (2001) that social capital is goal specific. The empirical data was collected in 2005 using a written questionnaire. Respondents were the 51 staff members at The English School in Helsinki, a semi-private bilingual school that was founded in 1945 to teach English and Anglo-Saxon culture to Finnish children. The methods employed are quantitative, including factor analysis, linear regression analysis, and social network analysis. Information on four types of social networks was collected: friendship, communication, influence, and advice. An outstanding result of the study is that social capital does increase job satisfaction in general. All aspects of social capital, especially trust, are positively related to the global measure of job satisfaction. When job satisfaction is divided into extrinsic and intrinsic facets, social capital continues to show a positive relationship with job satisfaction. The trust aspect of social capital increases instrumental job satisfaction, while the information aspect increases the social facet of job satisfaction. The norms aspect is also positively related to the job satisfaction facets. Only in the case of reciprocity is a negative relationship found between reciprocity and the social facet of job satisfaction. Furthermore, an examination of staff members’ social networks revealed that content is as important as structure, and that the relationship between social capital and job satisfaction is not always positive. Of the four networks, a staff member’s prominence in the school’s friendship network has an overwhelmingly positive effect on all facets of job satisfaction and on the global measure of job satisfaction. The results for the other three networks are not as clear-cut, but a prominent position in the influence network is mostly positively related to job satisfaction, while prominence in the communication and advice networks is mostly negatively related to job satisfaction. In addition, the direction of the relationship matters. For the friendship network, having many others to turn to for emotional support increases job satisfaction, while the opposite—being someone others turn to—is the direction that affects satisfaction in the communication, advice, and influence networks. The results show that social network analysis proves to be a useful tool for refining our understanding of the effect of social capital on job satisfaction.
  • Radenkova, Stela (2005)
    The present research paper studies the nature of job satisfaction of foreign white-collar employees in Finland. First, it makes a review of the different classes of motivation theories: need, instrumentality, and balance theories, and thus spans a bridge to understanding job satisfaction. Job satisfaction is explained through its role in the theories of work motivation. It is generally one of emotion or feeling that an individual gets as a result of some job-related characteristic or event. Maslow, Herzberg and Locke"s theories as well as Hackman and Oldham"s model of the determinants of job satisfaction are presented. The results of recent studies are used to bring about a more contemporary perspective to the theoretical background. To understand the concept of job satisfaction in the perspective of foreign employees Berry"s model on acculturation is introduced and the different acculturation strategies are presented. The cultural dimensions model developed by Hofstede is adopted as an approach to the differences between countries and its findings are referred to in order to explicate the typical features of the Finnish culture and the cultures from which the interviewees come. The present study applies qualitative research methods. Data generation was accomplished by means of a tripartite semi-structured interview. The first part uncovered the employees" perceptions and experiences and was subsequently analyzed using a grounded-theory approach. In the second part the main postulations of the aforementioned theories were tested, and validated or disconfirmed through a continuous process of comparison to the employees" own statements. The culture-specific part of the interview revealed typical problems and challenges that foreigners face in Finland and pointed out areas in the social environment that call for improvement. The results of the study demonstrate that autonomy, learning and task variety are the most influential factors leading to job satisfaction. The theoretical postulations concerning intrinsic and extrinsic satisfaction being caused by factors different in nature found substantial support, as did Hackman and Oldham"s model and Locke"s suggested relationship between needs and values. The cultural distance, language and social environment were found to exert considerable impact on the overall experience of foreigners in the country and in work life. The main sources I have used are: Landy, F., Trumbo, A. (1980) Psychology of work behaviour, pp.387-425, Homewood, Illinois: The Dorsey Press; Landy, F., Becker, W. (1987) Motivation theory reconsidered. In L.L Cummings and B.M. Staw (eds.) Research in organizational behaviour: vol. 9 ( pp. 1-38) Jai Press Inc.; Argyle, M. (1989) The social psychology of work, (pp. 235-237) 2nd edition. London: Penguin Books (1st edition 1972); Berry, J.W. (1997) Immigration, acculturation, and adaptation. Applied Psychology: An International Review, 46 (1), 5-68
  • Sahimaa, Jaakko Viljami (Helsingin yliopisto, 2017)
    Goal Reason for this research is to examine the relationships between psychological basic needs (autonomy, competence, relatedness ) + benevolance, meaningful work, job satisfaction, employee engagement, self-reported performance and extra-role performance. The aim for this research is to find out if there is a mediative role of meaningful work between psychological basic needs and four outcomes. In previous research psychological basic needs and meaningful work has been related to multiple beneficial individual and organizational level outcomes. In this research four of those outcomes are considered Method Data for this research was collected with a web survey via Internet during summer 2017. Data was collected also from a few Finnish companies as a staff questionnaire. Data consisted of 338 participants. Relationships between variables were examined with SPSS Hayes Process Macro's regression analysis and mediation was analysed with bootstrapping method. Results Meaningful work was positively related to all four outcomes. Psychological basic needs and benevolence together were related also to all four outcomes and meaningful work mediated the relationship between psychological basic needs, benevolence and job satisfaction and employee engagement. When psychological basic needs were examined separately qualities of the relationships varied a lot and the mediative role of meaningful work wasn't so clear anymore.
  • Väärikkälä, Sofia; Hänninen, Laura; Nevas, Mari (2020)
    The aim of the study was to evaluate the job satisfaction of official veterinarians working in the field of animal welfare control and identify both positive features and challenges of their work. An electronic questionnaire was designed to evaluate job satisfaction. The questionnaire was responded to by 73 of the 98 Finnish official veterinarians working in the field of animal welfare control. The Spearman's rank correlation coefficient was used to evaluate the relation between stress and different work-related factors. More than half of the respondents reported work-related stress or fatigue. Threatening situations, disturbed work–private life balance and a high amount of overtime work were found to be frequent underlying causes of stress. Fieldwork, especially when working alone, was perceived as the most challenging part of the work. Of the respondents, three out of four performed animal welfare inspections mainly alone. Although the respondents reported getting additional help to perform an inspection most of the times they needed it, a wish to work in a pair was highlighted. The results of the present study indicate that official veterinarians often experience work-related stress and fatigue. By testing interventions shown to be beneficial, such as providing adequate support within the work community, decreasing the workload and enabling inspections to be done in pairs, job satisfaction could be improved.